Research Project Individual Assignment

Project report

Project proposal

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Research Project Individual Assignment

Abstract
The research project sets out to identify the most suitable performance appraisal methods to be
implemented in a small pvt sector organization. The document explains how implementation of a new
performance appraisal system will help to improve the efficiency of the staff who employed in the
organization. The organization is already flowing a performance appraisal system, however, there is a
need to improve the performance management through a new performance appraisal to measure the
post placement of the employees. The overall purpose of this project is to provide a basis for rewarding
employees in relations to their contribution to organizational goals .

The literature review explains the background to the development of performance and its measurement
in the employees post placement performance. It includes a detailed analysis of thinking on a new
performance appraisal. The literature review concluded that performance appraisal can greatly benefit
the organization. A conceptual model is developed to frame the empirical research.

The research takes the form of a case study , and the findings are collected from specifically designed
questionnaires . These are focused on the sample size which framed the issues of concern, and these
are explored in the questionnaire. The findings will reveal that there is a high level of understanding
from staff of a need for a suitable performance appraisal method.

The conclusions of the research have informed the main recommendation, to develop a news system
that is much more comprehensive, and incorporates guidelines.

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Table of Contents
Abstract .................................................................................................................................................. 2

1. Introduction ........................................................................................................................................ 4

Research problem................................................................................................................................... 5

1.1 Research problem......................................................................................................................... 5

1.2 Research questions ....................................................................................................................... 5

1.3 Statement of problem ................................................................................................................... 5

1.4 Objectives of the study................................................................................................................. 5

1.5 Scope of the study ........................................................................................................................ 5

2. Brief literature review ........................................................................................................................ 6

2.1 Concepts of performance appraisal .............................................................................................. 6

2.2 Review of related literature .......................................................................................................... 7

2.3 Conceptual model ........................................................................................................................ 8

3. Methodology ...................................................................................................................................... 9

3.1 Type of research ........................................................................................................................... 9

3.2 Sampling techniques .................................................................................................................... 9

3.3 Sample size .................................................................................................................................. 9

3.4 Data collection ............................................................................................................................. 9

3.5 Gantt chart .................................................................................................................................. 10

4.References ......................................................................................................................................... 11

5. Appendixes ................................................................................................................................... 12

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1. Introduction
Shubin has defined the term job evaluation as “ A systematic procedure for measuring the relative
value and importance of occupations on the basis of their factors ( skill, training, effort)for the purpose
of determining wage differentials .job evaluation does nothing to ascertain the actual performance of
the persons occupying such positions. This factor is the serious limitation of the technique because
employees are not equal in their skills, efficiency, attitude and loyalty. Some individuals by their skills
and efficiency can do better than their colleges who are placed in the same cadre. Such persons should
be suitably rewarded for their exceptional qualities. Besides, the employees too would like to know
whether they are able to reach the desired level of performance. For these reasons, it becomes necessary
for the management to provide some machinery or device by which the actual performance of the
employees can be measured performance appraisal provides answer for this question.

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Research Project Individual Assignment

Research problem

1.1 Research problem

Identifying the suitable appraisal method to measure the post placement performance

1.2 Research questions

1. Identify the appraisal methods used in practice
2. Find out whether the existing appraisal system measure the performance accurately
3. Find out the most suitable appraisal method for organization

1.3 Statement of problem

A study on identifying the most suitable performance appraisal method by analyzing the existing
system to reward the employees in relation to their contribution to work

1.4 Objectives of the study

1. to find whether the existing appraisal system in the organization exactly measures the
employees performance
2. to provide a basis for rewarding employees in relations to their contribution to organizational
goals

1.5 Scope of the study

Performance appraisal employed

1. to serve as a basis for pay adjustments when the job rate is not fixed
2. to determine who should be retained when work is slack
3. to assist in the development of employees by finding out their talents and weakness
4. to select candidates for special training

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Research Project Individual Assignment

2. Brief literature review

2.1 Concepts of performance appraisal

The most likely reason for the adoption of staff appraisal is to draw attention to present performance
in the job in order to reward the people fairly and to identify those with the potential for promotion or
transfer

There are number of performance appraisal methods used by various companies.

Ranking - the oldest and simplest system of formal systematic rating is to compare one person
with all others for purpose of placing them in a simple rank order of worth. In doing this, the appraiser
considers person and performance as an entity; no attempt is made to systematically fractionize what
is being appraised into component elements.

Grading - in the grading system, certain categories of worth are established in advance and
carefully defined. For example, there may be three categories of personnel; outstanding, satisfactory
and unsatisfactory. Employee’s performance is then compared with these grades definitions and the
person is allocated to the grade that best describes his or her performance.

Checklists - to reduce the burden upon the appraisal a checklist system can be utilized. The rater
does not evaluate employee performance; it is merely reported. The evaluation of the worth of reported
behavior is accomplished by the staff personnel department.

Forced- choice description - one of the fundamental objectives of the forced choice approach is
to reduce or eliminate the possibility of rater bias by forcing a choice between descriptive statements
of seemingly equal worth.

Behaviorally anchored rating scales - there are two types 1. Behavior expectation scales (BES)
where anchors are illustrations that help the rater to define as superior average or below average the
behavior of the employees and 2. Behavior observation scales (BOS) where the rater reports the
frequency with which the employees engages in the behavior specified in the anchor

360*0degree appraisal -this is a technique of appraisals wherein multiple rates are avoided in
evaluating performance. This is understood as a systematic collection of performance data on an
individual group, derived from a number of stakeholders.

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2.2 Review of related literature

The management of performance Rhetoric on Reality

Managers are mostly appraised results, but results alone cannot reflect performance because it is still
affected by many other factors (Bowels and Coates, 1993)

The problem faced by organization experiencing some difficulties was measuring performance and the
extra demands made on manager

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2.3 Conceptual model

This conceptual model framework sets out the critical issues that need to be examined.

Human factors Post placement Appraisal Estimation of the post

techniques placement performance
Capacity to learn and
initiative

Morale

Job satisfaction
System factors
Previous experience
Purpose
Quality of work
Design

Execution

Outcomes

According to the conceptual model, we are assuming that human factors will be correctly estimated by
the selected appraisal method. So for that the hypothesis will be;

H0: Human factors will not be able to accurately estimate the post placement performance of
an employee

Hi: Human factors will be able to accurately estimate the post placement performance of an
employee

*According to the conceptual model, we are assuming that system factors will be correctly estimated
by the selected appraisal method. So for that the hypothesis will be;

H0: System factors will not be able to accurately estimate the post placement performance of an
employee

Hi: System factors will be able to accurately estimate the post placement performance of an
employee

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Research Project Individual Assignment

3. Methodology

3.1 Type of research

The research design comprises of the plan and structure of investigation conceived so as to arrive at
the responses to the research queries. It there by address the aims and objectives of the study, both
descriptively and analytically.

3.2 Sampling techniques

The sampling technique adopted for the study is purposive and convenient sampling technique
according to the convenience of the researcher.

A questionnaire is going to administrated to obtain data for the purpose of analysis from the company

3.3 Sample size

Data is collected using a sample of 30-40 employees from the company. The questionnaire is focusing
on the performance of the lower level employees of the organization to check whether they are satisfied
with the existing appraisal system and is there anything need to be improve in the current system.

3.4 Data collection

The primary source of data will be collected from the questionnaire. The questionnaire will cover the
following areas;

Performance appraisal method

Job satisfaction

Salary level

Personal development

Quality of work

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3.5 Gantt chart

Activity Septem (October) (November) (December)
ber

1-2 3-4 1-2 3-4 1-2 3-4 1-2 3-4

Week Week Week Week Week Week Week Week

Submission of project
proposal

Meeting the supervisor

Review of literature

Draft literature review

Agree research strategy

with supervisor

Compile, pilot and

review questionnaire

Administer
questionnaire

Final collection of
questionnaire

Data analysis

Final writing of project

report

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4.References

Works Cited

http://www.employeequestionnaire.net/employee-performance-questionnaire.html
http://www.performance-appraisal.com/methods.htm

http://www.scribd.com/doc/17320747/Sample-Research-Proposal

Bibliography
CS ,Venkataratnem. BK Srivastava ,2006, Personnel Management and Human resource
Management, 14 ed, 7 West Patel Nagar, New Delhi 110 008.

Mick Marchington and Adrian Wilkinson, 2005, Human resource management at work, 3rded,
charted institute of personnel and development.

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Research Project Individual Assignment

5. Appendixes

Questionnaire

1. How do you and your supervisor evaluate your skills , experience, pay and results as a whole?
2. How do you and your supervisor assess your salary relative to your performance?
3. How would you consider your overall performance of the job?
A) High level B) Average level C) Low level
4. Do you have an appraise system in your organization? Yes No
5. If yes, what is the system of appraisal adopted by your company?
6. How often are appraisals carried out in your organization?
A) Quarterly
B) Half yearly
C) Annually
D) Others (please specify)
7. What are the criteria used in your company to evaluate an employee?
A) Performance
B) Technical Competence
C) Attendance
D) Quality of output
E) Customer focus
F) Target Vs. Achievement
G) Key results area
8. What is the rating system used in your company?
A) Scoring
B) Comments
C) Both
9. Do you obtain feedback on the person being appraised?
A) Yes
B) No

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10. how is feedback given to employees?

A) Written
B) Oral
C) Detailed
D) Summarized
E) Self assessed
F) Manager assessed
11. does the management share both positive and negative feedback with appraise in the same meeting
A) yes
B) no
12. Is compensation increase related to an appraisal in anyway?
13. What changes does your supervisor think that you need to make to be recommended for pay
improvements?
14. How does your supervisor assess your development options?
15. What would be the level of effectiveness of 360 score when implemented as a form of appraisal?
A) Less than 20%
B) 20%-30%
C) 35%-50%
D) Above 50%

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